Georgia Work Rules
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FAQ
Georgia Wrongful Termination Laws Georgia is an at-will employment state, meaning that an employee can be fired for any reason except an illegal one.
What Is Wrongful Termination in Georgia? Illegally firing an employee is considered wrongful termination. Most employees in the United States are what is known as at-will employees. This means that the employee can leave their job at any time for any reason, or for no reason at all.
The minimum wage in Georgia is $5.15 per hour, although employers covered by the federal Fair Labor Standards Act (FLSA) must pay their employees at least the federal minimum wage of $7.25 an hour. The FLSA applies to employers with at least $500,000 in annual sales and those who are engaged in interstate commerce.
Federal law does not recognize a specific claim for wrongful termination. Most federal laws regarding termination allow employees to bring claims for discrimination, retaliation or harassment. Georgia also does not recognize a claim for wrongful termination, as Georgia is an employment-at-will state.
Georgia Employment Law In some states, the law requires an employee to earn a paid 15-minute break for each four hours worked at the job. Georgia law does not contain this requirement. However, a Georgia employer may not dock pay for any breaks an employee takes that are less than 20 minutes.
If not otherwise provided by a contract, the working time set by an employer during which an employee fulfills work shall not exceed 41 hours per week. Working time does not include a break and rest time.
What are the maximum hour rules? Georgia law has no overtime compensation provision and, for most adult workers, no maximum hour law. With certain exceptions, individuals employed in cotton and woolen manufacturing facilities may not work over 10 hours per day or 60 hours in a week (see O.C.G.A. § 34-3-1).
Georgia Wrongful Termination Laws Georgia is an at-will employment state, meaning that an employee can be fired for any reason except an illegal one.
Georgia is a "Right-to-Work" state. This means that workers may not be required to join a union or make payments to a union as a condition of employment. This protects a worker who is not hired, or is fired, due to refusal or unwillingness to join a union only.
